The Goals page lets you easily create and manage objectives across your teams and organization.
Learn how to set and manage goals in this article.
How to create a Goal
Step 1: Click “Create Goal” from your Home or Goals page, or even from a workspace.
On the first screen, you’ll:
- Name the goal, OKR, or project.
- Assign a goal owner (yourself or a team member).
- Confirm the end date for this goal. (This helps with notifications as well.)
- Assign an icon. (We’ve found that these can help with organizing.)
- (Optional) Include a description and any helpful context or key results.
- Finally, confirm how this goal is measured.
- Do you have action items with milestone dates?
- Is this a high-level goal with multiple sub-goals rolling into it?
- Is this a number a person or team is tracking toward?
Step 2: Ask yourself, “Where should we talk about this goal?”
It’s easier than ever to show your contributions toward company initiatives by linking goals across your organization.
On the second (and final) goal creation screen, you’ll:
- (Optional) Set this goal as rolling into a larger team objective.
- Confirm the workspace where you’ll want goal owners to provide status updates.
- Choose whether this goal needs to be private. (Most goals are best when shared publicly, but we offer privacy settings for personal development goals.)
- Confirm how frequently you’d like Perform to automatically create Discussion Topics to update this goal, allowing you and your team to easily communicate progress.
Step 3: Create subgoals or action items as needed. Also update your progress toward the metric.
- Action Items and Sub-Goals can have varying due dates to reflect multiple milestones. And can have different stakeholders assigned to specific actions.
- Like all Action Items in PI Perform, you can easily have one-off discussions in the comments section and schedule ad-hoc meetings right from the menu.
Want some suggestions for related sub-goals and associated action items to achieve this goal?
Check out our AI-generated suggestions for action items and sub-goals by clicking the “Get suggestions” button:
Based on your goal title, we’ll provide specific steps that can help achieve your objective.
And you’re all set!
Wait… that’s it? I really can provide structure and accountability for my team in just 3 steps?
Yes! With Perform you can.
Pro tips:
Team Goals
As teams adapt to business needs and collective morale, team-wide goals can take the shape of metric-focused objectives as well as more informal projects such as book clubs.
Personal development
Personal goals can be a great way to keep yourself accountable toward your career growth. Likewise, setting development goals for your direct reports is a great way to invest back in your employees and increase team motivation.
We recommend that individuals work with their manager to determine the most relevant personal development goals. Some examples of each of personal goals:
Career goal: “Upskill in digital marketing” as a way to gain new skillsets and increase contribution to the team. Goal owners collaborate on defining what this career step means as well as committing to milestone achievements.
Quick wins: “Close 2 accounts by EOW” as a way to push towards macro goals with micro actions. These types of goals hold their owners accountable with urgent, bite-sized tasks.
Recognition:
Be sure to celebrate Goals 🎉 and progress along the way using the “Give Kudos” button from our Coaching section or within a workspace.
If you’re running into issues and need troubleshooting, please contact us using this form (linked here).
Additional support
Do you still need support? Contact us here.
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